Corporate social responsibility and employee attitudes: The moderating role of employee age

Abstract

This study examines the role of corporate social responsibility (CSR) on employee engagement and job satisfaction. Using 322 responses from employees of selected companies in Ghana, and employing hierarchical regression analysis, the study examines the direct impact of economic, legal, ethical and discretionary CSR practices on employee satisfaction and engagement in organisations. The study further explores the moderating role of employee age on the relationship between CSR and employee engagement and satisfaction. The results provide evidence that economic, legal, ethical and discretionary CSR practices influence higher employee engagement and satisfaction levels at work. However, the study finds no evidence of employee age moderating the association between each of the four CSR dimensions and employee job attitudes (engagement and satisfaction). These findings are insightful and provide a response to calls for research on these issues. The study contributes to the literature by demonstrating that ethical CSR practices strongly influence employees' satisfaction and engagement levels; legal and discretionary CSR activities also have an influence, though to a lesser extent; and the economic dimension of CSR activities has the least impact. The managerial, practical and further research implications of these findings are discussed.

Occupational Therapy Practice Based on New-Generation Information Technology for Employee Emotion Analysis and Management

“…As employees are older and have richer experiences, older employees have a more serious and positive attitude towards the organization's social responsibility, and they are more willing to gain recognition from leaders through their hard work and positive attitude. In the research on employee social responsibility and age, Nyuur et al also believed that employee age was proportional to social responsibility [ 34 ]. A more specific analysis is carried out, and it is concluded that there is no specific correlation between employees' education and organizational identification.…”

Relevance of CSR for building affective commitment of employees: a multilevel approach

“…The survey was completed by 465 employees, yielding a response rate of 32.29%. Considering the fact that not all the respondents must have been a part of EV, the response rate may be considered reasonable for the purpose of research (Nyuur et al , 2022). Of the 465 anonymous responses, a list-wise deletion of responses with missing values were removed and 444 were considered for data analysis.…”

Not all stakeholders are equal: Corporate social responsibility variability and corporate financial performance

“…According to research, critical stakeholders seem to respond positively to CSR. For instance, evidence shows that CSR helps a firm increase customer satisfaction (e.g., Luo & Bhattacharya, 2006) and their willingness to pay a premium price (Bhattacharya & Sen, 2003; Ellen et al, 2000), increase employees' morale, job satisfaction, productivity, and identification with the company (Kim et al, 2010; Nyuur et al, 2022; Stuebs & Sun, 2010; Valentine & Fleischman, 2008), attract investors especially institutional investors (Barnett & Salomon, 2006; Johnson & Greening, 1999), and increase trust and commitment from suppliers (Su & He, 2010).…”